Resources for learning and talent professionals to help them provide deeper learning and talent development support to their organizations.

Trainers’ Anonymous: 6 Steps to Calm

Ask new workplace trainers how they feel before walking into a classroom and many will admit feeling anything but calm.  In fact, most will talk about nerves. “A colony of butterflies takes up residence in my gut,” Wayne, a factory trainer told me on a recent train the trainer program.  “I skip breakfast because of […]

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5 Ways to Help Learn Through Doing

Not only does science show us that learning happens more effectively through practice, or ‘doing’, but it’s been an effective component in learning for thousands of years.  There are many reasons for this but two stand out and make sense to anyone in the world of workplace learning and talent development. Keeping Up Energy Levels […]

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Deliberate Practice

One of the reasons a lot of money is wasted on corporate training is that it’s nothing more than someone talking, in front of a set of PowerPoint slides.  Not only do studies dhow, but experience from thousands of years show that to be good at something, you have to practice. But not just nay […]

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Creative Repetition

  Instructional podcasts and videos aren’t instructional if no-one learns. And as we share in our media workshops for workplace learning professionals, the formula for learning is understand + remember + apply.  So what do you do in content like micro videos to help people remember the skill or knowledge you’re sharing? Creative repetition is […]

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What Makes a Master Trainer?

Exactly What Does a Master Trainer Do That’s Different?  A lot of people ask me to describe what makes a “master trainer”.  Are master trainers better presenters? Do master trainers use PowerPoint slides or flipcharts in some magical way?   Is it how they prepare? There’s much we could explore to consider this question.  But […]

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The Answer is Questions

Questions Facilitators Ask You’ve probably heard the joke about trainers and questions. It goes something like this: If a participant asks you a question and you don’t have an answer, ask them, “Well, what do you think?” While this response is not appropriate for hiding a trainer’s lack of knowledge, asking, “What do you think?” […]

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